THE RPO VOICE

It is essential for employers to provide an exceptional candidate experience to compete in the current job market. Candidates are in the driver seat for two reasons, first candidates have a great deal of intelligence on prospective employers with services like glassdoor, careerbliss, and Seek; second, the candidate pool has been shrinking as the economy has been adding healthy number of new jobs each month for the past couple of years. This news roundup of the RPOA Weekly presents articles that cover the importance of, and present some best practices for improving, the candidate experience.

How do you transition your new hires smoothly into their new work environment and set them up on a course of success? Your onboarding process is essential to making sure your newly acquired talent get introduced to your culture and land on their feet as they embark on their new job. In this week’s RPOA Weekly, we examine how to make onboarding work for you by updating your processes, fixing onboarding problems, and taking steps to keep your company safe.

To recruit top talent effectively, you need to be able to put yourself in a candidate’s shoes. Where are they looking for jobs? What challenges are they facing? What are they thinking? In this week’s RPOA Weekly, we answer these questions and more as we look at the biggest challenges of today’s top candidates.

Employee success isn’t guaranteed when a new hire steps in the door. Once you’ve gotten the talent you need, the next step is to integrate them into your company, encourage their productivity, and keep them from leaving. One of the best tools to accomplish these goals is your employee onboarding process. In this week’s RPOA Roundup, we take a look at new ideas and successful examples of onboarding processes look like so you can learn how to make onboarding work for you.

Sourcing is key for successful recruiting. Finding candidates, establishing a rapport with them, and setting up lines of communication is the best way to ensure that you have a steady stream of top-tier applicants to fill your open positions. In this week’s RPOA Roundup, we take a look at sourcing best practices, how to approach candidates and talent communities, and how to build a sourcing strategy to find out how to best position yourself strategically for sourcing success.

Job hunting can be incredibly difficult, and even the most talent job seekers can experience disappointment and little success if they do not take the right approaches to job hunting. In this week’s RPOA, we look at challenges that job seekers face, and how to improve resumes and nail interviews, and other ingredients of job seeker success.

The job market could see a talent crunch. The world is currently facing a shortage of talent, and this shortage will get worse as time goes on. A shrinking workforce means fewer applicants and longer waits to fill positions, with correspondingly fierce competition among recruiters. In this week’s RPOA Roundup, we look at the causes for this shortage as well as how recruiters can adapt to it, and provide some top recruiting suggestions for the coming talent crunch.

Recruiting and hiring candidates can be a risky business. Recruiters try to predict whether the candidate will be an asset to the company based on criteria such as skills, previous performance, and recommendations from other employers. However, one area that recruiters have not been able to measure is whether candidates will commit to the employer long-term. A second-best candidate who stays with the company is a better choice than a first-place candidate who only remains for a matter of months. A candidate who is a “flight risk,” or who is probably to move to another position before bringing value to the company, is a high-risk candidate that employers would rather avoid. While flight risk has been historically difficult to measure, Talent Analytics Corp. has recently released pre-hire flight predictions for job candidates and current employees, which recruiters and hiring managers can use to help assess whether a candidate is the right one for the job.

Searching for a job can be a full-time commitment. Job seekers need to find a position that suits them and their abilities, which will pay them commensurate with their skills and experience, for an employer that they find acceptable. This is a tall order. Not only that, the process of searching and applying for such a position is riddled with additional challenges that make job hunting an often unpleasant, frustrating experience. Here are the five top challenges of talented job seekers in today’s market.

In recruiting, a bad candidate experience can get in the way of an organization getting and keeping the best talent for their positions. A bad process, therefore a bad experience, can be so powerful that candidates abandon the application process halfway through, in a move called “candidate abandonment.” However, there are steps that organizations can take to make sure that they provide candidates with the best possible experience all the way through the recruiting and application process. In the RPOA webinar “Is Your Recruiting Strategy More Like Go Fish or Minecraft?” presenters Beth Miller and Richard Jordan suggest the following best practices for creating an exceptional candidate experience.